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| Srl | Item |
| 1 |
ID:
130974
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| Publication |
2014.
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| Summary/Abstract |
Remarkably, recent research on the Chinese labor market has suggested that the situation in China is inconsistent with the stylized fact that large firms pay higher wages and offer more generous benefits. Expanding the empirical basis from 78 to 300 000 industrial firms, I overturn the previous result and show that wage determination in the average firm fits the international norm. Exploring subsamples of firms I also point to a likely source for the conflicting findings: firm size is positively correlated with the average wage in private firms, but negatively correlated with the average wage in the state-owned sector. These novel results could guide future studies aiming to understand the sources of the firm size wage premium, and, in particular, studies that target the largest industrial labor market in the world.
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| 2 |
ID:
145088
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| Summary/Abstract |
Though more than 100 countries have adopted gender quotas, the effects of these reforms on women's political leadership are largely unknown. We exploit a natural experiment—a 50–50 quota imposed by the national board of the Swedish Social Democratic Party on 290 municipal branches—to examine quotas’ influence on women's selection to, and survival in, top political posts. We find that those municipalities where the quota had a larger impact became more likely to select (but not reappoint) female leaders. Extending this analysis, we show that the quota increased the number of women perceived as qualified for these positions. Our findings support the notion that quotas can have an acceleration effect on women's representation in leadership positions, particularly when they augment the pool of female candidates for these posts. These results help dispel the myth that quotas trade short-term gains in women's descriptive representation for long-term exclusion from political power.
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| 3 |
ID:
124545
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| Publication |
2013.
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| Summary/Abstract |
This paper provides micro-level evidence on the relationship between labor market conditions and social insurance participation among Chinese industrial firms. I find that the increased scarcity of labor over this period was a quantitatively important driver of participation. Moreover, a comparison of the responses in different segments of the labor market shows that the response was relatively stronger in sectors with larger shares of uninsured workers, namely in private firms, those with a larger share of low-educated workers, and those without labor unions. The results suggest that a tighter labor market in the years ahead can aid policy makers to implement social insurance programs and combat insurance inequality.
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| 4 |
ID:
148661
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| Summary/Abstract |
In this analysis of how electoral rules and outcomes shape the internal organization of political parties, we make an analogy to primary elections to argue that parties use preference-vote tallies to identify popular politicians and promote them to positions of power. We document this behavior among parties in Sweden's semi-open-list system and in Brazil's open-list system. To identify a causal impact of preference votes, we exploit a regression discontinuity design around the threshold of winning the most preference votes on a party list. In our main case, Sweden, these narrow “primary winners” are at least 50% more likely to become local party leaders than their runners-up. Across individual politicians, the primary effect is present only for politicians who hold the first few positions on the list and when the preference-vote winner and runner-up have similar competence levels. Across party groups, the primary effect is the strongest in unthreatened governing parties.
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| 5 |
ID:
171118
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| Summary/Abstract |
Sexual harassment is more prevalent for women supervisors than for women employees. This pattern holds in the three countries we studied – the United States, Japan, and Sweden – where women supervisors are between 30 to 100 percent more likely to have been sexually harassed in the last twelve months. Among supervisors, the risk is larger in lower- and mid-level positions of leadership and when subordinates are mostly male. We also find that harassment of women supervisors happens despite their greater likelihood of taking action against the abuser, and that supervisors face more professional and social retaliation after their harassment experience. We conclude that sexual harassment is a workplace hazard that raises the costs for women to pursue leadership ambitions and, in turn, reinforces gender gaps in income, status, and voice.
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